By 2025, millennials will make up 75% of the world's working population.
While it is important not to generalize too much, millennials as a whole do possess characteristics and motivations that differ significantly from earlier generations in regards to the workplace. Leaders face many new workforce challenges today as they grapple with managing a diverse workforce, directing remote employees, the rise of artificial intelligence, GIG work and the blurring of work and life issues.
When planning recruitment and hiring strategies, companies must understand that the new workforce is less interested in career fairs, professional recruiting services and other types of recruiting events. Millennials are highly networked. When searching for jobs they tend to seek referrals from current employees and suggestions from family and friends. This is different than going on social media platforms to find a job - they go to trusted relationships. To recruit millennial employees, organizations must adapt their missions and management styles accordingly. This topic will give you tools and strategies to help you increase your company's employment brand and recruit millennials, whose values differ greatly from their generational predecessors.
The information will focus on how organizations can build an attractive brand where perspective employees will want to work. Companies spend considerable time and money on marketing campaigns to build a loyal customer base, but many often neglect to develop an equally strong employment brand to attract the best applicants. Thanks to the prevalence of technology and social media, employees can reveal and share how they experience a company's brand. Now everyone can get a pretty good idea of what is actually happening inside of an organization. This includes the entire employee experience, from hiring and onboarding to career development opportunities and departure. Your workplace reality is more transparent than ever.
Specifically related to workplace culture, millennials are seeking jobs that fit their lifestyle. While overall compensation is still extremely important to nearly half of younger employees, it is less important than opportunities to learn and advance, the quality of their manager and having interesting work. This topic will help you to build a compelling workplace culture and champion an appealing employment brand that will help you to recruit and hire the best and the brightest.
Agenda
Faculty
Larry Hammond, Sr.
V1H Consulting
- Principal with V1H Consulting
- Through his workshops, strategy sessions, and keynote addresses, he focuses on helping organizations that are stuck in the way it has always been done, thinking without ever achiev-ing true satisfaction, to transform
- By producing an organizational culture that creates a contagious leadership environment, he helps organizations achieve maximum performance, increase employee retention, and heighten employee engagement
- More than 20 years of senior leadership, coaching, training, and development experience
- Mentor in business, marketing, sales, human resources, entrepreneurship, and leadership in public agencies and community organizations
- •Facilitated management and employee feedback sessions
- Coaches leaders and managers in public and private industries around team building and culture development
- Developed, delivered, and evaluated a variety of training seminars, including, customer ser-vice, change management, strategic planning leadership development, and public speaking
- Provided leadership training to Leadership Pasadena, a leadership program that empowers, inspires, and connects leaders who strengthen a diverse community
- Designed, developed, and delivered management and leadership programs for managers in the public, private, and nonprofit sectors that helped clients improve employee and organiza-tional performance
- Certified in Managing Organizational Change (MOC)
- 34 Strong Certified Strengths Coach
- Completed graduate courses in public administration from Catholic University, Washington, D.C., and in information technology, University of the District of Columbia
- M.A. degree in public administration, The Tseng College-Graduate, international, at California State University, Northridge; B.S. degree, Clark Atlanta University, Atlanta, GA
- Can be contacted at 626-379-4108 or [email protected]
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